THE EFFECT OF RECRUITMENT AND SELECTION ON HUMAN RESOURCE MANAGEMENT (HRM) OF BROOMFIELD HOSPITAL, ENGLAND.
- EXECUTIVE SUMMARY.. 3
- INTRODUCTION.. 4
- Broomfield hospital 4
- Recruitment and selection. 6
- Recruitment 6
- Selection. 7
- Significance of recruitment and selection to an organization. 8
- The case of change. 9
- Practice analysis in Broomfield hospital and Hollywood hotel on recruitment and selection. 9
- Recommendations. 11
- Recommendations for improvement 12
- Conclusion. 12
- References. 14
The herein paper examines the key roles of recruitment and selection within the scope HRM. Recruitment and selection plays a pivotal role in any kind of business. The paper focuses mainly on how businesses such as healthcare are affected by improper recruitment policies in meeting their objectives. It is important in shaping an organization’s performance in that an organization is capable of acquiring workers who already have all it takes to possess relevant knowledge, skills, the processes and the procedures that have to be carried out in order to meet an organizations goal. For instance when the recruitment department of Hollywood hospital and that of Bromfield hospital were compared, the Hollywood hospital had great outcomes: an output that any kind of business would admire to have. This is because of the good work of its HR practitioner in the recruitment and selection department. This paper goes on to explain the effect of poor management which leads to loss of time, cost and resources. Especially the ones associated with high rates of staff turnovers, poor performance and lack of satisfaction from customers. From the progress of the Hollywood hospital, the hospital came up with certain recommendations to correct the situations in their hospitals, and to organize a change of case and ways of channeling the recommendations for effective produce.
Human resource management refers to the process of recruiting, selecting of employees, offering efficient training and developmental skills, assessment of the performance of the employees, ensuring proper motivation and maintaining proper relations with labor and trade unions (GHERMAN et al 2016). It ensures maximization and utilization of available resources using the limited skilled power. There is a significant increase of HR managers although the supply of the talent has reduced. In the current marketplace there is increased competition for labor and products, nevertheless, the challenge most organizations face is recruitment and selections of employees. For the success of any organization in the global market, it is important to put emphasis on human resource managers (Brock & Buckley 2013). This can be done by coming up with strategic goals that the particular organization has to play in the market. With the changing global market, it is the role of HR managers alongside their organizations to adapt to the human resource practices in the various fields responsibly. To this extent, therefore, the research report focuses on the role of human resource management to the success of an organization by taking a case of Broomfield hospital.
Broomfield hospital is located in Chelmsford in England. It is the largest hospital within the Essex county hospitals. It was originally opened in the nineties for the purposes of tuberculosis treatment. Irrespective of the seasons the patients were well taken care of and could be wheeled out of the balconies to get the fresh air (Gillespie, 1988). Proper bed rest and good food were provided to them as a part of treatments. The food was majorly acquired from the hospital farm. After addressing tuberculosis and bringing the number of tuberculosis patients down, they shifted focus to the general sicknesses affecting the patients all over the region. They were the first hospital to have a female patient deliver six babies back in 1959. Broomfield hospital later grew larger and become a general hospital as well as a nursing school in the hospital. By 1960, the hospital addresses problems such as orthopedics, general surgery and general medicine as well. Owing to the growing population, extensions such as an outpatient clinic, wards such as geriatrics without forgetting emergency covers in the wards. Continues growth attracted a number of people because of the kind of services delivered to the clients. The hospital expanded over the years with emergency and accident department, pharmacy and rehabilitation centers among other departments.
There is special department within the hospital with each responsible for the specified roles. The department of patient’s relation serves as a counsel acting as an intermediary between the patient and the medical center. There is usually numbers posted on the notice boards to enable patients to contact their doctors in case of assistance (Van Hoye, 2008). The services rendered on the institution include patients’ rights, their compliments, foreign language and sign language interpreters for it encompasses patients all over the world. They provide equipment for patients with hearing impairment. The imaging services include x-rays, mammograms, CAT scanner among others.
Recruitment and Selection
The process of recruitment of new workers or replacement is exercised by agencies who organize the interview, pre-selection, and advertisements to provide a list of consideration forwarded to the organization. The processes improve the cost in the organization although the burden is reduced (OSOIAN & ZAHARIE 2014). The interviews are always conducted one after the other within depth specifications concerning the qualification put in place. The number of people turning over to the organizations reduced until lately when there was an increase in standards of living. Recruitment of employees offers opportunities for departments to organize their skills set to meet given target necessary for the departments and the growth of individuals as well (Farago, 2013). In order to hire the right person for a given job, proper planning must be put in place to ensure proper selection. When a newly created post is identified it is important to understand and put into consideration the strategies needed for the departments and the possible challenges. A brief analysis of the organization should be carried out by identifying the possible gaps, the major skills required and by conducting an analysis of the jobs. Just like in any business sector, health industries face a lot of competition which is caused by advancement in technology across the globe. The rate of competition in the hospitals has altered the role of HR managers promoting its importance in all aspects of a business.
The traditional methods of recruitment are still in use and have to change because of improved technology. The employees with potentiality are not subjected to intense interview but are rather given a list of activities exercised by the company (ISAC & RUSU 2016). The separation of the employees was not well addressed leading to scarcity of resources and skills. This, in turn, resulted in the recruitment of temporary staff which ended up being expensive and had to be sourced by the agencies.
Lack of management information concerning the recruitment costs and resources planning are of disadvantage to the company. The company has to carry out a follow up on the details of the employees, sickness and holidays, pensions and the benefits involved. However, this does not consider the future planning, hiring of staff and application tracking .The recruitment of staffs is often driven by the loss of key employees or a sudden rise in demand for a particular skill. It’s because of this that the HRM department comes out to assist in the process of recruitment. An organization requires resource planning whereby the managers assess and predict the future state of the business by checking on areas that need improvements. Planning is an important key for any organization and is a key required to find personnel within the organization. When that fails, they are required to prepare for the recruitment and selection process for long-term purposes in order to meet the demand (Treweek, 2010). Increased flexibility planned by the human resource department enables an organization to make good use of the resources and enable them to adjust to the changing circumstances. The major challenged faced by the organization currently is the increasing number of applicants for a given function due to the demand in the market. The number thereafter forces the organization to involve only a few selected for the interview creating a poor image which in turn affects the recruitment potentiality. Pre-selection is relevant for it creates room for dropping some candidates without issuing them with reasons.
Selections of applicants should be done appropriately. Failure to use effective selection approaches has contributed negatively to an organization. You find that some of the selected employees have no information on the role required of them to play hence unfit for the opportunity (Hanges, 2004). In order to avoid a waste of time, both the selector and the employee needs to understand what roles they have to handle and must have a clear understanding of the terms in place. This will mean employing the relevant techniques to meet a particular recruitment which in the end aids in identifying the best section techniques. Selection process offers primary information conducts a structured interview whereby questions concerning a particular competency are often asked to determine the extent to which one meets the specification terms for the job (Tracy, 1976). The significance of the approach is seen in the accuracy involved in the prediction in relation to its suitability, creates a good relationship between the individuals’ attributes and job specification and reduces hasty judgments made by the interviewer. The problem with the approach is that the organization doesn’t capture the information cost on recruitment hence any analysis.
Significance of Recruitment and Selection to an Organization
The recruitment process is a very expensive activity to an organization. It is an important factor in any business and pays properly. When an organization select the right individuals for the job opportunities, offer training and treat them accordingly, the result expected is always optimum (Hanges, 2004). As a result, the staff ought to stay longer period in the organization leading to improved performance in the organization. However, it is possible for an organization to have all it takes for effective performance but when the right staff is not in place, then the positive outcome should not be expected. It is an all-around factor in any kind of business be it hospitals, schools, hotels among others (Syed & Sengottuvel, 2016). The success of any organization begins with the recruitment process. When poor choices are made at this particular stage then a lot of funds should be put in place. The selectors have to be sure of the competence of the candidate (Munoz & Munoz 1999). For instance, if a surgeon operates on the wrong patient and has to do so for the appropriate casualty, the hospital loses time, money, resources and at some time may experience penalty charges. The time was taken and the money used in employing the client is going to a waste, the employee proves to be expensive because of incompetence. Any organization must consider choosing someone with goodwill. That forms the driving force of one’s performances in an organization when goodwill is spiced with an individual’s loyalty and commitments success becomes the order of the day. The recruits should also be in a position to work under pressure.
The case of change
The recruitment and selection policy is important to any organization including Broomfield hospital. It specifies the role of recruitments and selection process so as to provide a platform for implementation of the recruitment programs (Bishop et al., 1983). The policies of the organization should be in a position to select potential people as done by the human resource department. The policy allows every applicant and employees to be given fair treatment and handled with respect. The basis of the process is to eradicate the favoritism and biases. Finally, the policy combines the needs of the employees and that of the organization. When the policies are put in place high-quality performance is required and organization is likely to attain the best results, admirable reputation and acquire long hauls at work.
Practice Analysis in Broomfield Hospital and Hollywood Hotel on Recruitment and Selection
As mentioned earlier, it goes without saying that without a good, qualified employee’s one cannot serve the patients, employees and the community in general. Recruiting the right people for the right job is a plus to any kind of business, by engaging and training employees contribute to a good performance to any organization. With the increasing population in the world, economic and competitive challenges arise as other industries experience cutbacks (Lee et al. 2015). Analysts have gone further to predict the health care industry to be likely to experience a faster growth of the economy over the coming years. Developing effective ways of acquiring talents as strategies is a bottleneck more so with health care organizations as the number of health care professionals’ decreases. Unluckily, there is no business that is antiquated in recruiting and talent management as the health care. The approaches employed by the majority of the health care are archaic when it comes to recruitment. The assessment of the poor performance in health sectors is being addressed over the years especially by organizations and health professionals worldwide on how to improve on their recruitment techniques. However, not all health organization is awful when it comes to recruitment and selection of the staffs (Loes, 2015). Regrettably, a majority of people are so dedicated to using excuses for their shortcomings hence poor results, addressing these challenge is also time-consuming. To this extent, therefore, the ability to quickly screen, hire and onboard medical personnel’s in health sectors have a direct effect on the well-being of the patients. For this reason, recruitment and section of employees must be number one priority.
Unlike health sectors Hollywood hotel is one of the hotels in London. It has the latest decoration and luxurious lifestyles updated with cutting edge technology (Lawson & Bush 1993). The rooms are well furnished with proper accommodations and relaxing zones. Irrespective of the reason for travel Hollywood is the epitome of everything the city has to offer. They include a walk of fame, entertainment districts just to mention a few. Every department has a qualified personnel fit for their respective departments in the hotel. The proper recruitment they offer during the recruitment process open room for much better results. This enables them to do away with the list of activities that are not necessary to the firm but are likely to enhance the chance to the candidates.
The hotel achieved the process so well and has ended up with a good quality pool of candidates with maximum choices in various departments. Hollywood hotel offers a vital opportunity for the selection department to focus on the potentiality of the candidates. They are employing the screening and interview process which enable them screen their candidates and test their potentiality when it comes to expressing the companies’ vision, goals and needs as well (Lawson & Bush 1993). The hotel realizes that failure to use the interview to appropriately eliminate applicants who do not qualify into the hotel culture would give them hard time dealing with cases of turnovers and confusion. For this reason, they are at the forefront to present quality services to the clients in the hotel. The hotel experiences long hauls. For any business, the employees should be in a position to produce high profits and effective long term basis. The hotel maximized the use of recruitment and section department not only to choose candidates but to identify candidates that are capable of confiding to the core values of the organization, it’s because of the good work that Hollywood hotel is doing exceptionally good. Finally, when proper selections are done in an origination, the recruits will do recommendable jobs; the staff will appreciate your efforts in the job and be in a position to work together with the HR practitioner (Lawson, 1993). You gain respect from the workforce and produce recommendable results. The reputation the HRM department has on Hollywood hotel is an addition to the firm hence great success to the community as a whole.
The following are some of the recommendations that need to enhance change in any kind of business. The hospital as an organization, in this case, needs to comprehend the importance of recruitment and selection process in people successful management and leadership skills (Roberts, 1967). Broomfield hospital as an organization should identify the aspects of recruitment and selection which are required to avoid factors of critical failure. Thirdly, it should understand the recruitment policies and process were taken that are said to be associated with high performance, commitments and successful organizational outcomes (Becker et al 1997). It should appreciate the relationship between the recruitment and selection together with other activities to gather workers within an organization and to ensure their long-term success. Finally, the hospital should be in a position to evaluate the methods of selection according to the criteria of professionalism in a business.
Recommendations for Improvement
Just before the process of recruitment, it is significant to take time in collecting information about the nature and scope of the job and carrying out analysis. It is recommendable to use exit interview from the present holders to identify the existing gaps, problematic areas or new areas of interest that need to be addressed. Exercise the use of systematic approaches towards the process to confirm that you’re not only thinking about the task but the purpose of the job, the outcome, and the skills required in the organization. The employees must be informed of the ads placed and the reliability to the existing jobs (Loes, 2015). The advertisement should be relevant and positive to the community in all angles. It is better to have a fellow HR practitioner to proofread the adverts before they are aired to the public. Finally, they must ensure all discriminatory are cutoff be it in terms of sex, age, physical challenged or marital status.
The paper illustrates the importance or recruitment in the success of any organization and the type of leadership in encompasses. Creating awareness to the practitioners is important tool o the performance of a company. The 21st century is recognized to have well candidates in terms of recruitment and selection who can be counted on although they are few in numbers. The selectors are also supposed not only to focus on the potentiality of the candidates but consider the organizations achievement as well. The organization should consider the validity of the methods of selection such as exit interviews and proper welcoming of individual differences to avoid favoritism.
- Becker, B, Huselid, M, Pickus, P, & Spratt, M 1997, ‘HR AS A SOURCE OF SHAREHOLDER VALUE: RESEARCH AND RECOMMENDATIONS’, Human Resource Management, 36, 1, pp. 39-47, Business Source Premier.
- Bishop, J, Ohio State Univ., C, & And, O 1983, ‘Recruiting Workers: How Recruitment Policies Affect the Flow of Applicants and Quality of New Workers’, ERIC.
- Brock, M, & Buckley, M 2013, ‘Human Resource Functioning in an Information Society: Practical Suggestions and Future Implications’, Public Personnel Management, 42, 2, p. 272.
- Farago, B, Zide, J, & Shahani-Denning, C 2013, ‘SELECTION INTERVIEWS: ROLE OF INTERVIEWER WARMTH, INTERVIEW STRUCTURE, AND INTERVIEW OUTCOME IN APPLICANTS’ PERCEPTIONS OF ORGANIZATIONS’, Consulting Psychology Journal: Practice & Research, 65, 3, pp. 224-239.
- GHERMAN, R, BRAD, I, & DINCU, A 2016, ‘THE ROLE AND IMPORTANCE OF HUMAN RESOURCES IN ORGANIZATIONS’, Agricultural Management / Lucrari Stiintifice Seria I, Management Agricol, 18, 2, pp. 63-66.
- Gillespie, JE 1988, ‘”Every material of the best quality”: the foundation of Bloomfield Hospital, Dublin’, The Journal Of The Friends’ Historical Society, 55, 6, pp. 185-189.
- Hanges, P 2004, ‘The secrets of effective hiring practices’, Fairfield County Business Journal, 43, 24, p. 4.
- ISAC, F, & RUSU, S 2016, ‘THE INFLUENCE OF CULTURE ON THE HUMAN RESOURCES MANAGEMENT ACTIVITIES AND PRACTICES’, Agricultural Management / Lucrari Stiintifice Seria I, Management Agricol, 18, 2, pp. 77-80.
- Lawson, S, & Bush, A 1993, ‘Tales from the Hollywood Hotel’, Travel & Leisure, 23, 8, p. 72.
- Lee, C, Chao, C, & Chen, H 2015, ‘The relationship between HRM practices and the service performance of student interns: Industry perspective’, South African Journal Of Business Management, 46, 3, pp. 1-9.
- Loes, C 2015, ‘IMPROVING PROCESSES FOR EXPATRIATE SELECTION’, Business Studies Journal, 7, 2, pp. 87-100.
- Munoz, M, & Munoz, M 1999, Recruitment and Selection in Business and Industry: Learning from the Private Sector Theory and Practice, n.p.
- OSOIAN, C, & ZAHARIE, M 2014, ‘RECRUITMENT FOR COMPETENCIES IN PUBLIC AND PRIVATE SECTORS’, Transylvanian Review Of Administrative Sciences, 41E, pp. 129-145.
- Roberts, T, & Institute of Personnel Management, L 1967, Developing Effective Managers, n.p.
- ‘Sharpening up recruitment and selection with competencies’ 2003, IRS Employment Review, 782, pp. 42-48.
- Syed Aktharsha, U, & Sengottuvel, A 2016, ‘Knowledge Sharing Behavior and Innovation Capability: HRM Practices in Hospitals’, SCMS Journal Of Indian Management, 13, 1, pp. 118-130.
- Tracy, L 1976, The Control Process In Personnel Management, n.p.: Personnel Journal.
- Treweek, S, Mitchell, E, Pitkethly, M, Cook, J, Kjeldstrøm, M, Taskila, T, Johansen, M, Sullivan, F, Wilson, S, Jackson, C, & Jones, R 2010, ‘Strategies to improve recruitment to randomised controlled trials’, The Cochrane Database Of Systematic Reviews, 1, p. MR000013.
- Van Hoye, G 2008, ‘Nursing recruitment: relationship between perceived employer image and nursing employees’ recommendations’, Journal Of Advanced Nursing, 63, 4, pp. 366-375.